by Trigena Halley | Aug 30, 2019 | Blog
I’m here to deliver bad news - You.Can’t.Multitask. There, I said it! Now for the backlash and (likely) my most unpopular article! I am certain this is not the first time you have heard that you can’t multitask - there are many articles on the topic. But, have you heard multitasking is bad for you? Recent studies show it kills your performance and may even damage your brain. Research conducted at Stanford University found multitasking is less productive than doing a single thing at a time. Research has found that people who are regularly flooded with several pieces of electronic information cannot pay attention, recall information or switch from one job to another as effectively compared to those who complete one task at a time. But wait you say; I have been multitasking all of my life - I am a pro and it is the only way I get things accomplished (true story for me and it was ramped up once kids came into the picture). In fact, you say, I would win a gold medal if multitasking were an Olympic sport! Sorry to burst your bubble but researchers at Stanford decided to put multitasking to the test and found dismissal results.. Stanford researchers compared groups of people based on their tendency to multitask and their belief it helps their performance. They found heavy multitaskers - defined as those who multitask a lot and believed it boosts their performance were actually worse at multitasking than those who liked to do a single thing at a time. The research indicated frequent multitaskers performed worse because they had more trouble organizing their thoughts...
by Trigena Halley | Feb 19, 2018 | Blog
Happiness is usually defined individually, what makes one person happy may not even register on another person’s happiness scale. So what makes you happy – most research says it is intrinsic to each individual person – factors include mindset, self-regard, faith and general viewpoint on life. So what can you do in your day-to-day lives to support happiness? Below are a few considerations for a happy life. Busy, But Not Hurried Research indicates being hurried leads to being miserable. Some studies suggest having nothing to very little to do may also be a problem to happiness. When you’re living a productive life at a comfortable pace you are in the right spot for promoting happiness. You should always be looking to expanding your comfort zone into the learning zone, but not to the panic zone! In the comfort zone learning and happiness minimized and in the panic zone learning is nonexistent and you are frazzled and stressed, but in the learning zone there is just enough tension for learning and happiness to occur. Staying in the learning zone is not always easy but certainly something to strive towards. A good rule of thumb is to eliminate busy work and focus on what is important. Saying “yes” to things that are not absolutely important or that you are not excited to do detracts from you happiness. Unless you can say a resounding “YES” to something, it is best to thoughtfully consider saying “No”. Know your priorities and boundaries. We all have obligations and at times emergencies; however, a comfortably busy pace can only be found if you are willing to...
by Trigena Halley | May 19, 2017 | Blog
This time of years brings many changes – end of school, high school and college graduation, home sales increase, vacations, temperature, how we dress, activities we do together, etc. One of the great things about Utah is the four seasons – we get a “change” about four times a year. As I think about the seasonal change it draws my thoughts to how we think about, approach and go forward when change occurs in our lives. Much like life, nature doesn’t give us a choice in change, it happens whether we are ready or not! Watching the mountains change with the seasons made me think how the mountains don’t necessarily change but the seasons themselves change the look of mountains. Much like us, who we are generally stays the same, how we approach the “seasons of life” are what changes and grows. William Bridges, author and expert on change leadership makes a distinction between change and transition. According to Bridges, “change is external and tied to a certain situation, transition is the internal, emotional process of how you respond and come to terms with that change.” The understanding between change and transition is key to working with change and helping others navigate change successfully. William Bridges following perspective: The Ending (Change Occurs) Neutral Zone (Evaluation Time) New Beginning (New Normal) Whether good, bad or indifferent, driven by us or happened upon us, change requires a new pattern of doing, thinking and behaving. The Ending (Change Occurs) – most of us know when we are here, it happens - we move, change jobs, have kids, get married, get divorced, lose...
by Trigena Halley | May 5, 2017 | Change Management, News
By Lana Medina | Originally published on KUTV SALT LAKE CITY (KUTV) Summer vacation is almost here - end of school, graduation. This is also the time of year when everything changes - home sales increase, vacations, temperature, even how you dress! But not all change is good news. Whether the change is welcome or not, it can be difficult to transition. Life coach Trigena Halley joined Fresh Living today to help us learn how to deal with change. “Much like life, nature doesn’t give us a choice in change, it happens whether we are ready or not! Watching the mountains change with the seasons made me think how the mountains don’t necessarily change but the seasons themselves change the look of mountains. Much like us, who we are generally stays the same, how we approach the “seasons of life” are what changes and grows,” Halley explained. Halley advises following the words of William Bridges, author and expert on change leadership, who makes a distinction between change and transition. According to Bridges, “change is external and tied to a certain situation, transition is the internal, emotional process of how you respond and come to terms with that change.” The understanding between change and transition is key to working with change and helping others navigate change successfully. William Bridges following perspective: • The Ending (Change Occurs) • Neutral Zone (Evaluation Time) • New Beginning (New Normal) “Whether good, bad or indifferent, driven by us or happened upon us, change requires a new pattern of doing, thinking and behaving,” Halley says. Here are some things to think about if you find...
by Trigena Halley | Apr 13, 2017 | Communication
Originally published by Melanie Kennedy on KUTV News Salt Lake City — (KUTV) Life Coach Trigena Halley from Peak Performance CCT, LLC visited Fresh Living to discuss the Teenage Brain. I sit and write this article surrounded by my own four teenagers (ranging in age from 13-17) and a group of their friends chattering and having fun. Unlike many, I think the teen years are my favorite so far, I see most teens as super sharp thinkers, with unlimited potential and opinions. In some ways, for me as a mom, the teen years seem way more manageable than the younger years. So I guess it is not shocking in my study of neuroscience and its impact on leadership and behavior I gravitated to the study of neuroscience and the teenage brain. My stage in life with my family and the fact the teen years intrigue me has led me to some interesting findings. Most of us think alien beings have taken over our kids when they reach the teen years! According to Dr. Jensen, professor of neurology and the chair of the neurology department at the Perelman School of Medicine, University of Pennsylvania our teenagers have NOT been taken over by aliens. Although, if you are a parent of one or more teenagers, your vantage point at times may look very different! When it comes to our teenagers, what we often think of, as “alien”, is actually lack of normal brain development. In Dr. Jensen’s book, The Teenage Brain: A Neuroscientist’s Survival Gide to Raising Adolescents, she describes the central paradox about teen brains - the teen brain offers major...
by asenath | Jan 3, 2017 | News, Resiliency
Originally published by Melanie Kennedy on KUTV. Salt Lake City — (KUTV) Life Coach Trigena Halley visited Fresh Living with Emotional Hijacks to help you enjoy a positive 2017. How to Keep Your Cool! Daniel Goleman, a pioneer in the field of Emotional Intelligence coined the term Emotional Hijack. Emotional hijacking occurs when our thoughts and perceptions (cognitions) are overpowered by our emotions. Emotional hijacking is usually referred to in the context of aggression or fearfulness, and can cause us to lose our cool, explode with emotions and attack another person verbally. Our brain processes information through labeling and ordering. The brain labels information coming in - pleasant, unpleasant, or neutral. Then the brain orders a behavioral response - approach, avoid, or ignore. These are continual processes to the stimuli in our world: Am I safe or not? What should I do? If you are stressed, feel tension about something or have “under the surface” anger the chance of an emotional hijack during situations of stress or distress is high. Past or unresolved negativity can also build up and trigger a sudden emotional outburst. Emotional hijacking follows a specific process in the brain. Our thoughts and perceptions in emotionally charged situations first go through a part of the brain called the amygdala. The amygdala is the seat of all emotions in the brain, when activated the amygdala takes over the prefrontal cortex and basically stops its functioning. Activation of the amygdala triggers the autonomic and behavior responses of fight, flight or freeze. The prefrontal cortex controls our executive functions – problem solving, decision-making, processing complex emotions, reasoning, personality expression,...
by asenath | Oct 28, 2016 | Blog, Goal Setting, Leadership, News
Originally published by Melanie Kennedy on KUTV. Salt Lake City — (KUTV) Life Coach Trigena Halley visited Fresh Living with a great discussion on how Mindset Matters. Mindset Matters! It’s all about Effort and a Growth Mindset Your mindset - what you think and believe about yourself impacts how you perform. And, effort, matters just as much, if not more, than talent. That second sentence will likely spark a conversation from those in my circle who are teachers, parents, leaders and athletic coaches! But, hear me out, there is some very solid (and cool) researcher on this topic. According to Carol Dweck, one of the world’s leading researchers in the field of motivation and a Professor of Psychology at Stanford University, she has found mindset to be very important to success. Her research focuses on why people succeed and how to foster success. Her work has been featured in such publications as The New Yorker, Time, The New York Times, The Washington Post, and The Boston Globe, and she has appeared on Today and 20/20. Your minds are constantly monitoring and interpreting what is happening in your world, you form beliefs and assumptions based on your interpretations. There are times, however, when the interpretation process goes awry and you form limiting beliefs and false assumptions and then act in accordance with those (limiting) beliefs and (false) assumptions. When this occurs, it usually causes you to react inaccurately with feelings of anxiety, depression, anger and/or superiority. Your mindset frames up what is taking place in your head, it guides the whole interpretation process. According to Dweck, a Fixed Mindset creates...
by asenath | Sep 16, 2016 | News
Originally published by Melanie Kennedy on KUTV. Salt Lake City — (KUTV) Life Coach Trigena Halley visited Fresh Living to discuss Why Personality Matters and share results of Debbie and Casey’s personal assessments. What makes a good team - collaboration, leadership, compromise, effective communication, trust? All of those skills and traits are important, but equally important is our personality. To be effective in working with others we need to understand both what we need to perform well and also what others need from us to perform at their best. So many times when working with others - be it a spouse, co-worker, child or friend - we misinterpret the needs of others or we take others actions as a personal threat when in reality they are simply trying to get the information or perspective needed from their viewpoint to take action or make a good decision. A great way to learn about your unique personality strengths and preferences this is through a self report assessment call the Myers-Briggs Type Indicator (MBTI). The MBTI is a self-report questionnaire designed to help individuals identify their strengths and preferences. The MBTI is a positive way to understand differences between people in both work and personal situations. This assessment is based on Carl Jung’s theory of psychological types, which explains behavior differences in people. Although each individual is unique, these differences fall into patterns for how we prefer to relate to others, where we go to get energy, how we perceive information and how we come to conclusions or make judgments. An abundance of research supports the use of the MBTI. No other...
by Trigena Halley | Aug 19, 2016 | Blog
When we think about taking in information, we tend to think in terms of gathering information, disseminating information and the process of sifting through information. An important factor for the flow of information is how we take in and what we consider as it relates to information. For instance, do you see information more literally and through your five senses – see, touch, smell, taste, hear - or do you look for patterns and connections and use more of a “gut feel” and theoretical approach as you consider information. According to the Myers-Briggs Type Indicator (MBTI) - one of the most widely used personality assessments in the world - there are two ways in which we take in information – as a Sensor or an Intuitive. According to the MBTI, individuals who take in information and look for what is real and tangible, are observant about specifics and are interested in practical realities of the situation are Sensors. Intuitives, on the other hand, take in information and look for the big picture, consider the relationships and connections between the facts and are especially interested in seeing possibilities. Sensors and Intuitives can gather and synthesize information similarly – the difference is what they perceive in the information. For Sensors, key words are facts, specifics and details. When working with information, they value experience, the practical application of the information and prefer what is “tried and true”. For instance, a Sensor child will want to know the specifics about requests, will be matter-of-fact in how they work with others and want you to provide instructions and directions in a step-by-step manner. ...
by asenath | Aug 17, 2016 | Communication, News
Originally published by Melanie Kennedy on KUTV. Salt Lake City — (KUTV) Life Coach Trigena Halley visited Fresh Living to discuss how we all take in information. Are you a sensor or an intuitive? Taking in Information – Sensing and Intuition! When we think about taking in information, we tend to think in terms of gathering information, disseminating information and the process of sifting through information. An important factor for the flow of information is how we take in and what we consider as it relates to information. For instance, do you see information more literally and through your five senses – see, touch, smell, taste, hear - or do you look for patterns and connections and use more of a “gut feel” and theoretical approach as you consider information. According to the Myers-Briggs Type Indicator (MBTI) - one of the most widely used personality assessments in the world - there are two ways in which we take in information – as a Sensor or an Intuitive. According to the MBTI, individuals who take in information and look for what is real and tangible, are observant about specifics and are interested in practical realities of the situation are Sensors. Intuitives, on the other hand, take in information and look for the big picture, consider the relationships and connections between the facts and are especially interested in seeing possibilities. Sensors and Intuitives can gather and synthesize information similarly – the difference is what they perceive in the information. For Sensors, key words are facts, specifics and details. When working with information, they value experience, the practical application of the information...
by Trigena Halley | Jul 22, 2016 | Leadership, News
When we think about making decisions, we tend to think in terms of the situation or problem we need to address, information we need to process the decisions and how we implement that decision. Very rarely do we consider the process we naturally utilize to make that decision – such as are we more inclined to be subjective or objective in our process, are we task or people focused and is our approach “tough minded” or “tender hearted”. According to the Myers-Briggs Type Indicator (MBTI) - one of the most widely used personality assessments in the world - there are two ways in which we make decisions – as a Thinker or a Feeler. When most of us hear Thinker or Feeler we might generally think of the common following definitions: Thinkers – think a lot, in our “head” Feelers – lots of feelings, proceed with a “heart” approach According to the MBTI, when it comes to our personality we have a slightly different definition of Thinkers and Feelers. Individuals who make decisions looking at the logical consequences of a choice or action and objectively examine the pros and cons of a situation are likely to be Thinkers. Feelers, on the other hand, are defined by considering what is important to them and others involved and mentally place themselves in the situations and make decisions based on their values and honoring others. Thinkers and Feelers both want the same general outcome – the difference is what they focus on as they make their decision. For Thinkers, key words are logic, objectivity and fairness. When working to solve a problem...
by Trigena Halley | Jul 19, 2016 | Blog
When we think about making decisions, we tend to think in terms of the situation or problem we need to address, information we need to process the decisions and how we implement that decision. Very rarely do we consider the process we naturally utilize to make that decision – such as are we more inclined to be subjective or objective in our process, are we task or people focused and is our approach “tough minded” or “tender hearted”. According to the Myers-Briggs Type Indicator (MBTI) - one of the most widely used personality assessments in the world - there are two ways in which we make decisions – as a Thinker or a Feeler. When most of us hear Thinker or Feeler we might generally think of the common following definitions: Thinkers – think a lot, in our “head” Feelers – lots of feelings, proceed with a “heart” approach According to the MBTI, when it comes to our personality we have a slightly different definition of Thinkers and Feelers. Individuals who make decisions looking at the logical consequences of a choice or action and objectively examine the pros and cons of a situation are likely to be Thinkers. Feeler’s, on the other hand, are defined by considering what is important to them and others involved and mentally place themselves in the situations and make decisions based on their values and honoring others. Thinkers and Feelers both want the same general outcome – the difference is what they focus on as they make their decision. For Thinkers, key words are logic, objectivity and fairness. When working to solve a problem...
by Trigena Halley | Jun 19, 2016 | Blog
When most of us think about working together effectively we think about how we communicate, how we show empathy, how we collaborate and how we handle conflict. Very rarely do we consider the impact that “structure” has on our relationships and our ability to work together effectively. According to the Myers-Briggs Type Indicator (MBTI) - one of the most widely used personality assessments in the world - there are two ways in which we structure our world – as a Judger or a Perceiver. When most of us hear Judger and Perceiver we generally think of the common following definitions: Judger – judgmental of others Perceiver – how we perceive the world around us According to the MBTI, when it comes to our personality we have different definitions of Judger and Perceiver. Individuals who structure their world in an orderly fashion, make a plan and work the plan, like to make decisions, come to closure, and move on are likely to be Judgers. Perceiver’s, on the other hand, are defined by their ability to adapt quickly, turn on a dime, leave their options open and seek out more data in situations. Judgers and Perceivers both have of structure – the difference is how they operationalize that structure. For Perceivers, the key word is flexibility – an 8:00am appointment means showing up between 8:00-8:15am – time is flexible and more information and data is always better than making a decision too quickly or coming to closure prematurely. Leaving your options open is preferable; plans usually are made, and changed, at the last minute with no anxiety. For Judgers, the key...
by Trigena Halley | Jun 16, 2016 | Resiliency
10 protective factors and a model for Resiliency How good are you at protecting and promoting YOUR resiliency? Resilience is defined as the ability to bounce back and subsequently flourish following adversity (Lutherar & Cicchetti, 2000). The Liberty Mutual Olympic commercial touts “Every setback sets the stage for a comeback”, which is true if you are resilient. Without resilience, both leaders and followers stand a greater chance of not reaching goals and desired outcomes. Resilient leaders produce superior results, are more productive and are better positioned physically, emotionally and mentally for the long term. Today’s leaders are challenged with an ever-changing environment filled with uncontrollable, external demands. Resilient leaders are adept at navigating emotionally and relationally demanding situations while also meeting or exceeding performance standards. Resilient leaders relentlessly search for the learning opportunity associated with the hardship and/or crisis. Drs. Nicole Detling, Stephen Gonzalez, and Nick Galli, sport psychology consultants, developed a framework for resiliency in sports, which has been adapted for application to leadership: This framework characterizes the development and demonstration of resilience. Resilience begins with protective factors, which underpin resilient qualities and behaviors. The experience of adversity itself along with positive adaptation and behavior regulation promotes resilience. Finally, [INS: f :INS] eedback gained though the positive adaptation phase supports learning and solidifies resilient behaviors into professional habits. The first step in the process is to develop your protective factors. The 10 protective factors of resilient leadership according to Trigena H. Halley, PCC, BCC and Dr. Nicole Detling are the following: * Difficult Opportunities – growth opportunities through difficult situations, usually voluntary. * Self Care – strategies to support...
by asenath | Jun 15, 2016 | Communication, News
Originally published by Melanie Kennedy on KUTV. Are you a judger or a perceiver? These are two personality types that communicate differently. Life coach Trigena Halley joined Fresh Living to explain how these different personality types can affect how we communicate with others. When most of us think about working together effectively we think about how we communicate, how we show empathy, how we collaborate and how we handle conflict. Very rarely do we consider the impact that “structure” has on our relationships and our ability to work together effectively. According to the Myers-Briggs Type Indicator (MBTI) - one of the most widely used personality assessments in the world - there are two ways in which we structure our world - as a Judger or a Perceiver. When most of us hear Judger and Perceiver we generally think of the common following definitions: Judger - judgmental of others Perceiver - how we perceive the world around us According to the MBTI, when it comes to our personality we have different definitions of Judger and Perceiver. Individuals who structure their world in an orderly fashion, make a plan and work the plan, like to make decisions, come to closure, and move on are likely to be Judgers. Perceiver’s, on the other hand, are defined by their ability to adapt quickly, turn on a dime, leave their options open and seek out more data in situations. Judgers and Perceivers both have of structure - the difference is how they operationalize that structure. For Perceivers, the key word is flexibility - an 8:00am appointment means showing up between 8:00-8:15am - time is...
by asenath | Jun 15, 2016 | Communication, Leadership, News
Are you a judger or a perceiver? These are two personality types that communicate differently. Coach Trigena Halley joined Fresh Living to explain how these different personality types can affect how we communicate with others. When most of us think about working together effectively we think about how we communicate, how we show empathy, how we collaborate and how we handle conflict. Very rarely do we consider the impact that “structure” has on our relationships and our ability to work together effectively. According to the Myers-Briggs Type Indicator (MBTI) - one of the most widely used personality assessments in the world - there are two ways in which we structure our world - as a Judger or a Perceiver. When most of us hear Judger and Perceiver we generally think of the common following definitions: Judger - judgmental of others Perceiver - how we perceive the world around us According to the MBTI, when it comes to our personality we have different definitions of Judger and Perceiver. Individuals who structure their world in an orderly fashion, make a plan and work the plan, like to make decisions, come to closure, and move on are likely to be Judgers. Perceiver’s, on the other hand, are defined by their ability to adapt quickly, turn on a dime, leave their options open and seek out more data in situations. Judgers and Perceivers both have of structure - the difference is how they operationalize that structure. For Perceivers, the key word is flexibility - an 8:00am appointment means showing up between 8:00-8:15am - time is flexible and more information and data is always...
by Trigena Halley | Jun 1, 2016 | News
As I sit on my porch I marvel at the Wasatch Mountains, they are beautiful in all seasons here in Utah, but they are exquisite in the Fall when the colors begin to emerge and the mountainside is on “fire” with gold and yellow color! One of the great things about Utah is the four seasons; my favorite is Fall because it is the season that signals the most change….change in schedule (for me, kids are back in school), temperature, color, etc. As I enjoy the scenery it drew my thoughts to how we think about, approach and go forward when change occurs in our lives. Much like life, nature doesn’t give us a choice in change, it happens whether we are ready or not! Watching the mountains change with the seasons made me think how the mountains don’t necessarily change but the seasons themselves change the look of mountains. Much like us, who we are generally stays the same, how we approach the “seasons of life” are what changes and grows. William Bridges, author and expert on change leadership makes a distinction between change and transition. According to Bridges, “change is external and tied to a certain situation, transition is the internal, emotional process of how you respond and come to terms with that change.” The understanding between change and transition is key to living and leading change. Similar to Bridges I see change from the following perspective: · Change · Evaluation · New Normal Whether good, bad or indifferent, driven by us or happened upon us, change requires a new pattern of doing, thinking and behaving. Change...
by Trigena Halley | May 12, 2016 | Resiliency
15 years ago I became a self-proclaimed outdoor girl when I moved from the plains of Oklahoma to the mountains and canyons of Utah! My first passion was skiing, then hiking and some river rafting, add in a bit of trail running with some mountain biking and I thought I had pretty much dialed in a good outdoor lifestyle. Then came a weekend in southern Utah where I reached my capacity for hiking and route finding on the trails in southern Utah. After a long, tiring, thirsty and sand in your shoes day I stumbled into Escalante Outfitters to regroup. It was there I met the owners Dennis and Dana Waggoner, and as things go in small towns, I was referred to Rick Green and Amie Fortin at Excursions of Escalante. At Excursions of Escalante I learned about Canyoneering - where you rappel and down climb your way into and out of slot canyons. I hired Rick Green to go out canyoneering and plain old hiking was ruined forever! I have been canyoneering for a few years now, it is a glorious way to see what southern Utah has to offer. The point of this blog is not to profess the merits of canyoneering (although I could fill a blog on that topic) or convince you to visit the wonderful area in southern Utah called Escalante (but it should be on your list of places to visit). Instead, I hope to share what I learned about leadership while hosting a women’s canyoneering weekend retreat. When you go canyoneering with Rick there are a few important items that soon become...
